Job responsibilities
Responsibilities:
Strategy Implementation
1.
Contribute to the development of innovative,
ambitious and comprehensive People Strategic Plans, informed by meaningful
consultation with senior managers and employee feedback.
2.
Effectively implement the objectives set out in
those plans, working closely with other members of the People team and operational
managers. Monitor progress and outcomes and ensure the Head of People is kept
updated.
3.
Work collaboratively with other managers to develop
and deliver broader corporate strategy and projects, in accordance with
business plan objectives.
4.
Remain up to date and fully aware of developments in
Employment Law and People Management best practice and ensure these are reflected
in the delivery of People Strategic Plans.
5.
Deputise for the Head of People and Culture when
required.
Business Partnering
1. Work proactively in
partnership with operational managers to ensure the divisions get the very
best from their people resources by:
Identifying and implementing People plans which
support and enable successful delivery of operational objectives and
achievement of business targets.
Anticipating the impact of changes on the division
and developing effective People solutions which bring about change in a way
that supports the right outcome. This may include application of the Handling
Change Protocol to secure cost-effective outcomes and mitigation of business
risk.
Providing and interpreting KPI information, to assess
performance and drive service improvement
Identifying and taking forward People initiatives
ensuring that high standards and objectives are met
Coaching, mentoring and challenging managers in the
effective application of People policies and practices which engage
employees, address issues and build capability.
Contributing to the development of operational plans
including reviewing resourcing needs and skills mix.
Fully understanding the composition of the
divisional teams to ensure that HR policies and initiatives are appropriately
applied.
2. Seek feedback from
managers on the effectiveness of the Business Partnering approach. Keep the
Head of People updated and work with other members of the People team to
continuously improve the way the service is delivered, in response to
internal customer requirements.
3. Cover in the absence
of other People Business Partners when required.
Performance and Capacity
1.
Ensure that quality
PDRs and one to ones are carried out by managers for all team members and
that identified actions, including personal development plans are addressed.
Carry out PDRs and one to ones for direct report(s) in the People and
Culture team.
2. Work with managers to
review individual, team and divisional performance, identify barriers and put
plans in place to address them.
3. Appropriately
challenge areas of poor People practice, take action to resolve them and
report them to the Head of People and Culture if a resolution cannot be
found.
4. Develop and implement
plans to improve performance and service delivery to achieve positive service
outcomes, quality, operational and financial targets.
5. Compile and provide
narrative and recommendations on People KPI reports, identifying trends,
positive outcomes, risk and issues for urgent attention.
6.
Review People resource allocation and skills mix according
to business need, and work collaboratively with managers to identify and implement
new and different ways of working.
7.
Identify emerging resourcing and recruitment issues
and proactively work with managers and the Internal Recruiter to develop
plans and business cases to support effective recruitment and retention.
Culture and Values
1. With People team
colleagues, identify and implement innovative ways of embedding the core
values, , including recruitment for attitude so the values are a thread
throughout everything the team does.
2. Take forward employee
engagement initiatives within the division, so that the voice of employees is
heard and appropriately acted upon.
3. Lead on carrying out
employee surveys at agreed intervals. Interpret the results and use them to
drive improvement in people outcomes, linked to improved employee retention.
4. Champion the core
values in all People activities and ensure operational managers do the same.
5. Ensure appropriate
action is taken in response to exit interview feedback, so that anomalies and
areas for improvement are recorded and addressed.
Employee Relations
1. Provide complex specialist advice to managers
relating to sickness absence management, advising on appropriate courses of
action and ensuring a consistent approach, so as to maximise attendance at
work.
2. Provide timely and expert advice to managers
on employment issues including TUPE, discipline, grievance, bullying and
harassment and discrimination. Liaise with the Head of People and Culture to
take their advice and ensure they are kept informed.
3. Develop and implement appropriate People
policies and procedures. Ensure emerging issues are dealt with appropriately
and effectively and that good employment practice is maintained.
4. Lead People input for the division in
investigations, disciplinary, grievance, and capability hearings. Advise
managers on process and ensure accurate records are kept.
5. Provide timely, responsive and specialist
advice to managers and employees on terms and conditions of employment,
application of employment legislation, codes of practice and policies to
ensure that all legal obligations are met.
6. Produce and implement People policies and
procedures to support good employment practice.
Equality, Diversity and Inclusion
1. Work with managers to deliver EDI actions
with the aim of embedding inclusion throughout all people management and
service delivery activities.
2. Ensure that a culture of safeguarding is
embedded throughout the business.
3. Ensure that support and encouragement is in
place for all employees including those with protected characteristics by
empowering them in their personal development and progression.
4. Take the lead on employee health and well-being
initiatives as appropriate.
Learning and Development
1. Put innovative plans
in place to help ABL grow as a learning organisation, by ensuring that
learning and development needs are assessed in accordance with changing
business needs and that effective learning programmes are implemented to meet
those needs.
2. Ensure that risk is
effectively managed through provision of appropriate compulsory training,
including safeguarding and health and safety at work.
3. Implement appraisal
and personal development support processes across the organisation to help
all team members reach their full potential so they can make their best
possible contribution.
4. Ensure that person
centred onboarding and induction processes are consistently and effectively
implemented to support employee retention.
5. Develop and deliver
People related training for managers.
People Projects
1. Take the lead on
People projects, as directed by the Head of People and Culture.
2. Take the lead on one
or more of the following specialisms employee relations; EDI; reward
recognition and retention; employee engagement; systems; employee metrics
(please note this is not an exhaustive list).
General Requirements:
Contribute positively and work in accordance
with ABLs culture, values, aims and objectives
Work diligently to meet the requirements of
this job description
Always seek to continuously improve so that
the highest quality standards are achieved
Participate positively in internal/external
events, meetings and training as required
Positively participate in one to ones and
appraisals
Ensure that
relevant policies, procedures and working practices are adhered to at all
times
Adhere to ABLs safeguarding policies / procedures in addition to
local and national safeguarding policies and promptly act on any concerns
Support equality, diversity and inclusion and respect human rights, by
appropriately challenging discrimination and promoting equality
Comply with Data Protection, GDPR and
confidentiality requirements
Proactively manage health and safety risks,
care for own personal safety and that of others
Act as a positive ambassador for ABL
Positively contribute to ABLs team working
environment, taking ownership of issues and supporting colleagues where
appropriate
Be flexible
and willing to undertake any other duties that may be reasonably be required
